Payroll Project (1)

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CHAPTER CONTENTS PAGE NO.

I. Introduction

1.1 Introduction 121.2 Need of the study 141.3 Objectives 141.4 Limitations of the study 15

Research Methodology

1.5 Research Design 161.6 Sampling Design 171.7 Data Collection 171.8 Tools Used 18

II. Review of literature

2.1 Review of literature 20

III. Company profile

29

IV.Analysis and

Interpretations

40

V.FindingAnd Suggestions 60

VI. Conclusion 65

Appendix

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Bibliography 66 Interview Question 67

LIST OF TABLES

Table

No Particulars

Page

No.

MEASURING THE SATISFACTION LEVEL OF EXISTING SOFTWARE SYSTEM.

4.1 Reasons for satisfaction/dissatisfaction level towards the Measurementof Software usage. 41

4.2 Reasons for satisfaction/dissatisfaction level towards, whether the

software user friendly. 42

4.3 Reasons for satisfaction/dissatisfaction level towards the Measurement

of complaints regarding loading of pay sheet in software. 43


of clients requirements by the organization. 44

4.5 Reasons for satisfaction/dissatisfaction level towards the usage of new

software for payroll process. 45


of delivery of payroll report to clients. 46


of complaints rectification. 47

4.8 Reasons for satisfaction/dissatisfaction level towards the usage period of

software. 48


of teams coordination with software technology team. 49


of clients input. 50

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of training given to employees. 51

WAYS AND MEANS TO IMPROVE THE EXISTING SOFTWARE SYSTEM:

4.12 The way in which the organization and clients discuss for re-engineeringthe software for future growth.

52

4.13 The way in which the organisation maintains records as per government

norms. 53

4.14 The maintains of client details confidentially. 54

4.15 The way in which the employees interface with HR department for

payroll process of clients. 55

LIST OF CHARTS

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Table

No Particulars

Page

No.

MEASURING THE SATISFACTION LEVEL OF EXISTING SOFTWARE SYSTEM.

4.1.1 Reasons for satisfaction/dissatisfaction level towards the Measurement

of Software usage. 41

4.2.2 Reasons for satisfaction/dissatisfaction level towards, whether the

software user friendly. 42


of complaints regarding loading of pay sheet in software. 43


of clients requirements by the organization. 444.5.5 Reasons for satisfaction/dissatisfaction level towards the usage of new

software for payroll process. 45


of delivery of payroll report to clients. 46


of complaints rectification. 47

4.8.8 Reasons for satisfaction/dissatisfaction level towards the usage period of

software. 48


of teams coordination with software technology team. 49


of clients input. 50


of training given to employees. 51

WAYS AND MEANS TO IMPROVE THE EXISTING SOFTWARE SYSTEM:

4.12.12 The way in which the organization and clients discuss for re-engineering

the software for future growth.52

4.13.13 The way in which the organisation maintains records as per government

norms. 53

4.14.14 The maintains of client details confidentially. 54

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4.15.15 The way in which the employees interface with HR department for

payroll process of clients. 55

ABSTRACT

This project work has been conducted in BSNL., CHENNAI. It is the one of the

leading HR Consultancy managed by BRILEY groups.

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A STUDY ON PAY ROLL SOFTWARES USED IN BSNL.AND HR ROLL IN

PAYROLL, is the study conducted at BSNL., The main objective is to know the payroll

softwares used in the organization and the roll of HR in payroll.The secondary objectives of

this study are , To understand the HR roll in Payroll,To review the effectiveness of the

Payroll process of TalentPro, To find about the softwares used in Payroll process andsatisfactory level of employees using this softwares ,To analysis whether these softwares

are user friendly,To suggest the Latest Softwares in achieving organizational objective.

This study has been compiled with the help of primary data and secondary data.

Primary data were collected from 50 respondents with the help of structured interview and

Observation method. Since the study was the Population Study, the data were collected from

all the employees in the payroll department. The Secondary sources of data were collected

through company profile, organization Website and other related library books.

The collected data were analyzed with the help ofSimple Percentage analysis,chi-

square and one sample run test. It was found that there is no regular training program

conductedand majority of the employees were satisfied with the existing software used. Toconclude the existing software used was very good.

CHAPTER I6


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INTRODUCTION

CHAPTER 1

INTRODUCTION

Effective software systems contain two basic systems operating in

conjunction: an evaluation system and a feedback system. The main aim of the evaluation

system is to (if any). This gap is the shortfall that occurs when performance does not meet the

standard set by the organization as acceptable.The main aim of the feedback system is to

inform the employee about the quality of the software provided by the organisation.

(However, the information flow is not exclusively one way. The Technology team also

receives feedback from the employee about software problems, etc.)One of the best ways to

appreciate the purposes of performance appraisal is to look at it from the different viewpoints

of the main stakeholders: the employee and the organization.

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Employee Viewpoint

From the employee viewpoint, the purpose of software used to calculate payroll process in

four-fold:

(1) Tell me what you want me to do

(2) Tell me how well I have done it with software used in the organisation

(3) Help me improve my software skills

(4) Reward me for doing well.

Organizational Viewpoint

From the organization's viewpoint, one of the most important reasons for having a

software is to establish and uphold the principle of accountability.

For decades it has been known to researchers that one of the chief causes of

organizational failure is "non-alignment of responsibility and accountability." Non-alignment

occurs where employees are given responsibilities and duties, but are not held accountable for

the way in which those responsibilities and duties are performed. What typically happens is

that several individuals or work units appear to have overlapping roles.

The overlap allows - indeed actively encourages - each individual or business

unit to "pass the buck" to the others. Ultimately, in the severely non-aligned system, no one is

accountable for anything. In this event, the principle of accountability breaks down

completely. Organizational failure is the only possible outcome

In cases where the non-alignment is not so severe, the organization may continue to function,albeit inefficiently. Like a poorly made or badly tuned engine, the non-aligned organization

may run, but it will be sluggish, costly and unreliable. One of the principal aims of

performance appraisal is to make people accountable. The objective is to align responsibility

and accountability at every organizational level.

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NEED FOR THE STUDY:

The following are the needs to do the research at TALENTPRO INDIA HR

PVT.LTD.

1. There is no such research work was carried before.

2. The management was in the position to know whether the existing software system

used is effective or not.

3. To measure the satisfaction level of the employees using the software.

4. To get suggestions from the employees for further improvement in existing software

system.

5. To contribute to the growth of the organization.

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OBJECTIVES

PRIMARY

To know the roll of HR in payroll and the payroll softwares used in the organization.

SECONDARY

To understand the HR roll in Payroll.

To review the effectiveness of the Payroll process of TalentPro.

To find about the softwares used in Payroll process and satisfactory level of

employees using this softwares .

To analysis whether these softwares are user friendly.

To suggest the Latest Softwares in achieving organizational objective.

LIMITATIONS OF THIS STUDY

1. The respondent attitude did not allow me to get their true feelings.

2. Most of the respondent feared to give their name.

3. Most of the employees were busy with their tight work and they dont want to be

disturbed.

4. Employees are very limited and duration is limited.

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RESEARCH METHODOLOGY

RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of data in a

manner that aims to combine relevance to the research purpose with economy in procedure.

EXPLORATORY RESEARCH:

Exploratory research focuses on collecting data using an unstructured format

or informal procedures to capture data and to interpret them. It is often used to classify the

problems or opportunities and it is not intended to provide conclusive information from

which a particular course of action can be determined.

SAMPLING DESIGN:

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A sample design is a definite plan for obtaining a sample from a given population

POPULATION:

The employees of TALENTPRO will constitute the entire population. Here the entire

population is considered for my study because the population is limited.

3.3 DATA COLLECTION:

Data is recorded measure of phenomena. While deciding about the method of data collection,

the researcher should keep in the mind about two types of data. They are, Primary Data andSecondary Data

Primary data

Primary data represent the first hand raw data that have been specifically collected for the

current research problem. Primary data are raw, unprocessed and yet to receive any type of

meaningful interpretation. Sources of primary data tend to be the output of conducting some

type of exploratory, descriptive or casual research.

DATA COLLECTION:

OBSERVATION, INTERVIEW

Directness of the observation

Based on the directness of observation, it can be grouped as direct or indirect. Direct

observation happens when the observer is physically present and monitors while the event is

taking place. This is highly flexible as the observer can decide what to observe, how much

time to spent on observation of an aspect, when to shift focus etc. The observer may feel

bored or frustrated by constantly being on the watch and may tend to loose focus. This might

reduce the accuracy and completeness of the observation. Another weakness is that the

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observer may be overloaded when the events takes place quickly which cannot be kept track

of or recorded.

Secondary data

The secondary data is the historical data previously collected and assembled for some

other research problem. Secondary data can be usually gathered at faster and economical

manner than the primary data. However the data may not fit in the researchers information

need. The secondary data can be obtained form the libraries, website, published as well as

unpublished documents etc.,

Sampling methodology and procedure

Non-probability sampling the research finding cannot be generalized and the

sampling error cannot be assessed. The findings are limited to the sample, which provided the

original raw data. However non-probability sampling may be the only choice in case where

the population cannot be ascertained.

SAMPLING TECHNIQUE:

PURPOSIVE SAMPLING

A purposive sample is a non-representative subset of some larger population, and is

constructed to serve a very specific need or purpose. A researcher may have a specific group

in mind, such as high level business executives. It may not be possible to specify the

population -- they would not all be known, and access will be difficult. The researcher will

attempt to zero in on the target group, interviewing whomever is available

Sample size

The sample size for the given project is 50.

Period of study

The study period taken for this project is 4 month.

Tools Used

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Simple average

Chi square test

One sample run test

CHAPTER II

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Review of Literature

MAJOR DUTIES OF HR:

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Ensures timely and accurate preparation of all Institution payroll operations and works

closely with the Human Resources Office to ensure that payroll actions are in conformancewith employment and benefits practices and accounting procedures.

Oversees preparation of all federal and state payroll tax reports, including quarterly

and year-end returns; determines taxability of non-wage payments and serves as in-

house contact for technical tax compliance issues, including tax liabilities of foreign

nationals.

Interprets Institution employment policies and government regulations in connectionwith payroll activities and makes recommendations on modifications to senior

management as appropriate.

Handles federal and state agency audits and maintains close contact with ITI and

other regulatory agencies to ensure that the Institution has accurate information and is

in compliance.

Maintains all payroll records, reports, computations and audits, including periodicinternal audit tests of labor utilization; works closely with internal and external

auditors to ensure compliance with relevant tax laws and government regulations.

Interfaces routinely with Human Resources on employee benefits issues (deductions,

retirement payments, etc.) to ensure timely and accurate processing.

Works closely with Management Information Systems on developing payroll

applications that ensure internal controls and facilitate the implementation andmaintenance of payroll and HR master files.

Provides periodic analysis of payroll and disbursement records to ensure that

adjustments are in accord with management's criteria.

Supervises Payroll Office staff and operations; provides on-going assistance to

Institution employees in tax-related payroll matters.

Participates in business re-engineering activities to support the establishment and


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Payroll Methodology

SAP-source is a software-Talent payroll service provider which can take best of the

available software to suite client need.

We can use any payroll software with strong methodical service orientation.

To believe sensitive activity like payroll service is more important than the tool used.

Execution Objective

To build methodical & service oriented approach in execution of Payroll as it is asensitive activity and needs to be executed,

Timely & consistently

Correctly to the last detail

To Fulfill statutory obligations/compliances

To give complete picture every month to management and employee

Supportively & predictably

Methodical structured approach to payroll outsourcing

To help us Assess, Analyze and to Build solid execution

Four Stages

Analysis stage documenting the details gathered.

Transition stage - preparation

Pilot stage verification

Production stage

Stage-I: Analysis

Understand client business

Alignment of outsourcing strategy with the corporate strategy

Assess requirement

Review environment

Confirm viability

Identification of an outsourcing champion Establishment of clear timelines around the

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outsourcing initiative

Stage-II : Transition

Team mobilization (technology & domain)

Training in tools and procedures if required

Hand-over of responsibility to our team

Establishing necessary set-up

Stage III : Pilot

Data collection and entry in the D/B

One time data

Company & employee

Monthly data

Data in between the months

Data validation with the client

Verify per the checklist, if we have received the monthly data in complete

Enter the data in the salary processing software

Data entry validation

Verify if software has given considerations to all exceptions. If not do the necessarychanges manually.

Generate salary working and send variance & monthly report to customer for

verification

Stage IV : Execution

Monthly: (pdf file over the email)

Salary slip to the employee with leave balance & to date fig. Consolidated report to the management

Note to the Bank for disbursement of salary

Monthly tax deduction statement

Monthly PF/Society contributions

Projected Income tax working for the year Annually/Quarterly

MIS

Quarterly tax return documents to company and to employee

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Salary certificate to the employee

Attending to the call of the employer/employee on specific issues

Payroll Back Office

Scope of services

Maintenance and updating of employee information sheet / salary register

Calculation and preparation of monthly salary sheets.

Calculation and deduction of statutory deductions like Provident Fund,

Profession Tax, Income Tax etc as and when they are applicable.

Calculation of with holding tax, statutory and non statutory deductions

on salary.

Monthly pay-slips to employees

Quarterly IT report to employees

TDS CERTIFICATES

Issue Form 16 to all employees

TDS RETURNS, Filing of quarterly salary E-TDS returns

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Why Payroll software used in the organisation?

Payroll System

Problem Statement

The study specifically seeks to answer the following problems in manual payroll process:

Speed in processing payroll tends to be slow.

Prone to mathematical errors that could consume much time than it should and could

cause financial or legal trouble.

Tallying of time cards is done manually.

Time consuming in double checking the consistency of all the reports.

Difficult and time consuming in keeping up-to-date in taxes and other deductions.

Storage of files is susceptible to be damaged as well as lost of data.

Significance of Study

Speed in processing payroll will have a faster performance by means of decreasing themanual input areas.

Mathematical errors will be prevented by automatic computations that the proposed

system will provide and you may not have to worry about having financial or legal trouble.

Tallying of time cards will be done automatically by including a computerized employee

log-in system in the proposed system which will be responsible in computing the time the

employee worked.

The proposed system will record all data in all reports at the same time so you can makesure they are consistent and it also saves time.

Employers will never have to spend much time in keeping up to date with taxes and

deductions because the system will be designed updated to such deductions.

Storage of files will be safe and secured with username and passwords and can easily

be accessed.

Scope and Limitation

After several interviews and observations, the researchers have come to identify how thepayroll works. The aim of the research is to provide a specific school, Hillcrest Baptist

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Academy, a computerized payroll system. The proposed system will guide the employer

through all the stages of the process.

The system can only do the following:

Compute monthly net income, PAG-IBIG, Withholding Tax and other deductions

THE PROBLEM AND REVIEW OF RELATED LITERATURE

As computer technology changes at such fast phase, many businesses sectors try to

cope up by upgrading computer system constantly in order to stay competitive. The multi

function ability of technology for its advance system is also an important factor for acompany to use software. It makes efficient use of the advance technology and has ambition

to discover more.

Computers have the great impact on the profession of accounting. With the rapid

growth of technology today, there is no doubt that computer will become a common asset in

all profession.

The program also allows the monthly payroll schedule to be calculated

accurately. Just by having all employees info like name, working hours, wages etc to enter in

the database. Therefore, payroll can be done with the guide of the program. The system is

good in for its specialty in the fields of accounting. It is easy to use, effective and efficient in

organizing and calculating the payroll.

In addition, this study aims to develop a reliable and manageable computerized

payroll system for a better manageable of a business. The Proposed Computerized PayrollSystem will give a big relief of the employee and employers as well.

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HOW THE INPUT PROVIDED BY THE CLIENT

story provided by the client was as follows:

You are to design and implement a payroll system that should accept employee hours

worked, compute net pay and record all the payroll data for subsequent processing. Thesystem should prepare pay cheques and a payroll ledger, and maintain data on a sequential

payroll file. Non-statutory deductions such as union dues and pension plans to be made.

The payroll data are employee number, employee name, pay rate, and union member flag.

The year-to-date total should contain earnings, federal tax, pension plan, and union dues

To accomplish these tasks, we had to meet with the client to find out exactly what the

program is

meant to do. Here are the sub stories that we were able to get from the client:

The program accepts employee hours worked

The program computes net pay

The program record all the payroll data for subsequent processing

The program should prepare pay cheques

The program should prepare a payroll ledger

The program should maintain data on a sequential payroll file

Non-statutory deductions such as union dues and pension plans to be made

Year-to-date total should contain earnings, federal tax, pension plan, and union dues

Payroll data are employee number, employee name, pay rate, and union member flag

Terminology Definition

This section gives a definition and explanation of some of the terms used in the project:

Employee Data: This is the employee's information in the company. It consists of the

employee identification number, employee name, pay rate, pension plan flag, and union

member flag.

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Payroll Records: The payroll records are used to store each months hours worked, and the

rates for that month.

Rates: Rates consists of the percentage that would be deducted from the gross pay depending

on union membership status, pension plan, state and federal tax. Each employee can have a

unique hourly rate.Payroll Ledger: This is a table that shows the calculated pay of employees and the month in

which they earned the pay. The ledger can be filtered by name, identification number, year

and month.

Hours Worked: This is the number of times that an employee work in a month. The hours

worked is used to calculate the pay that an employee will receive for that month.

Net Pay: The net pay is the final salary amount that would be given to the employee after all

the deductions are subtracted from the gross pay. The deductions include among others taxes,union member dues and pension plan.

Gross Pay: The gross pay is the amount that the employee earns before the deductions are

subtracted.

Deductions: Deductions are made up of taxes, union membership dues, pension plan. They

are subtracted from the gross pay to give the net pay which is the employee's final pay for the

month.

Taxes: The taxes consists of the state dues and federal dues. A percentage of the employee's

salary goes to state and country.

Union Membership Dues: This is meant for employee's that are union workers in the

company. They get to pay a percentage for union dues. An employee can be a union member

and later change status to be a non-union member.

Pension Plan: Employees that opted to use the pension plan of the company get to pay a

particular

percentage of their pay in preparation for their retirement.

Payslip: These are similar to pay cheques. They allow the employee to have his or her pay

printed out on paper so that they can cash it.

Year-To-Date Total: The year-to-date total is the summation of all the previous earnings till

the month before the current month.

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REVIEW OF TECHNOLOGY TEAM TO MEET CLIENTS REQUIREMENTS:

The client knows how far Organisation software is coming and knows what to except

atone particular time or the other. The software is built exactly the way the client wants it to

be built.

Project Deliverables

We met with our client on a few occasions to show our progress so far. In the

long run, showing the client part of the finished product in stages helped. There were a fewthings he brought to our understanding and we were able to change those things. If we had

waited till we finished the coding,we would have found it really difficult to correct the errors

we found in such a short time.

The graphical user interface was acceptable to the client at this stage even

though he thought we could improve on it with a little more time. From our project

deliverables, the client was able to bring to our understanding that the employees should have

different pay rates and that it would be safe (for record purposes) to calculate the employee's

year-to-data total salary earnings. These observations were later incorporated into the final

deliverable.

Software development practices adopted in Talentpro.

Extreme Programming to build the software.

The whole team approach in which the client was involved through out the software

development.

simple designs which were as simple as the current functionality allowed by the system.

We first began with very simple design which is incrementally improved.

Continuous integration was also used where each code was compiled run and tested

before

adding to the system after which the system must meet all the criteria

The most important practice adopted was pair programming. The technology team

paired up with members of the payroll team and each team met at various times to code. After

each pair coded, they made sure they tested and compiled it, then added it to the main system

which they sent to the other group members.

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We also made sure that we coded according to coding standards, the development codes

were

consistent and had the same style through out.

CHAPTER III

Company profile

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COMPANY PROFILE

EVOLUTION OF TALENTPRO-A JOURNEY

In 1994 Prolease USA now known as Paystaff started, as a Temp staffing and payroll

outsourcing company headquartered out of Rockvelle, Maryland.It soon spread to seven

major cities across USA with several reputed companies as our clients from across theindustry verticals.

In 2001 Talentpro India (then known as Prolease), began its Indian operations. It ventured

into HR outsourcing as well as Voice BPO offering world-class services with the right blend

of technology, Global best practices, trained and dedicated resources. Talentpro soon became

the preferred co-sourcing partner among leading Corporate Houses in India.

Over a period of time the emphasis moved to end to end HR outsourcing solutions

and today as a result of this we have a PAN India presence with some of the best MNC and

Indian Corporate associated

In 2006 Talentpro entered into a strategic partnership with Talent2,one of the largest

HRO companies headquartered in Sydney Australia and operating in south east Asia and

Dubai markets. We are today poised to offer recruiting and search services to Indian and

overseas clients, in addition to our temp staffing ,payroll outsourcing,training&consulting and

transaction processing services.

Today Talentpro is committed to deliver the best in business through a team of dedicated and

trained personnel across the country. Our focus on processes and systems and emphasis on

quality ensures productivity improvements not only internally but also with clients we partner

in co sourcing

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Philososphy

Talentpro is dedicated to providing high-quality Professional employer services with

emphasis on quality and delivery schedules, the evolution of our company has been guided

by the following philosophies -

Employee orientation

Talentpro believes its true strength lies in the potential of its employees. Providing an

environment of Trust, Confidence and Learning, is one of the core values of the organization.

These are supported by initiatives to ensure employee motivation, creativity and

empowerment.

Customer Delight

As a customer-oriented organization, we are focused on accurate on-time delivery. We

believe in partnering with our clients to build a consistent relationship to achieve process

efficiencies.

Customer satisfaction and delight is the core value of our all employees. Our aim is to

develop and deliver quality services designed to satisfy customer's specific requirements and

needs.

Innovate, Create and Grow

Our spirit of creativity is embodied in giving our employees an environment where they work

as groups andLearn to Innovateand translate these best practices into daily

workways.TheyVenture to Createand provide themselves with a sense of achievement.

TheyAspire to Growandcreate value not only for themselves but the organization as well.

Quality as a way of life

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Our principles of quality are translated to deliver internally and externally outputs that add

value, efficiency and yield constant productivity improvement. This is further strengthened

by problem solving and solutions at grass roots level that in turn develops the spirit of

empowerment and teamwork .

Management Team

Bala Ramamoorthy-Founder and President

Bala Ramamoorthy created our global business to respond to the broad diversity of business

process needs he experienced as both a business owner and international trader of plastics,

petrochemicals and rare jewels. His accomplishments were recognized by the followingawards: Mass Mutual Blue Chip Award recipient for 1999, finalist for the Ernst and Young

Entrepreneur of the Year Award in 1998, 1999 and 2000, and the 1997 Citizen of the Year

Award from the Montgomery County Park Police. He is a member of NAPEO and MAAPE

and holds a degree in international business management.

Chuck Ehrig - Chairman of the boardCharles Ehrig CPA, Vice President of Finance and Chief Financial Officer, is a graduate of

the prestigious Benjamin Franklin University school of accounting currently part of George

Washington University located in Washington, D.C. He became a Certified Public

Accountant in the State of Maryland in 1984. During his 18 years of experience he has been

both a partner in a local public accounting firm as well as a sole proprietor in his own public

accounting practice. Born in the D.C. metropolitan area, Mr. Ehrig currently lives in

Montgomery County, MD where he raises two sons. Mr. Ehrig is very active in the local

community and also sits on a number of boards of local non-profit organizations.

K Swaminathan - Independent Director

Swaminathan is a Fellow Member of the Institute of Chartered Accountants of India. He has

more than 18 years of experience in the field of Corporate Finance, Transaction Support,

Restructuring, Corporate law and regulatory matters. He presently practices as a Chartered

Accountant and advises various Indian and Multinational companies on Corporate matters.

He was earlier associated with Ernst & Young Private Limited as a Vice President handling

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Transaction Support for Mergers & Acquisitions, Due Diligence Review and legal matters.

At TalentPro, he is an independent Director on the Board.

S Raghavan - Senior Vice President, Member - Senior Management Committee

Raghavan has over 20 years of finance and secretarial experience in manufacturing, travel,

logistics, trading and telecom sectors. He has been involved in setting up and reengineering

systems and process around core accounting, taxation, demergers and public issues. At

Talentpro he oversees the finance, legal and secretarial functions. Raghavan is a Qualified

chartered account and company secretary.

V Chandrakant -- Member - Senior Management Committee

Chandrakant oversees the Operations & Quality functions at Talentpro Chandrakant has over

25 years of multifunctional experience across a spectrum of Industries - MNC,

Manufacturing, SMEs and has exposure to Materials & Logistics Operations, Service

Support, Dealer Operations, Production Planning & Manufacturing. He has been associatedwith projects on both ISO & QS certification processes. Prior to joining Talentpro,

Chandrakant was the Business Head of a SME manufacturing unit in Tamil Nadu.

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STAFFING SOLUTION

Employees are a vital force to any organization's growth initiative. TalentPro with a

pan India presence & a wide database is an ideal partner to address dynamic manpower

requirements. By implementing best practices and procedures across our processes, we

ensure on-time delivery and capabilities to source and migrate candidates to meet the specific

requirement of our clients. Being customer centric, we also add value to our staffing services

through training, payroll processing, Tax & benefits administration, insurance, statutory

compliances.

Service benefits -

As a Client

Smooth transition of your employees onto Talentpro payrolls

Recruitment of associates for any industry

Multi-industry & multi-level expertise

Processing Payroll/disbursement of salaries.

Grievance / discipline management

Compliance teams across the country

National presence with offices in 8 major cities

As an Associate

Multi-industry exposure

Better career development opportunities

Professional counseling & ongoing support

Compliance Management - PF / PF trust management / ESI / Professional Tax /Accidental & life insurance

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PAYROLL SOLUTIONS

HR activities like Payroll bring to mind, a stream of innumerable printouts, forms and

transactions. Although repetitive, these are critical functions within an organization. Payroll

services require constant evolution of best practices and focus on accuracy & discipline. This

is where we have made significant investments in India over the last five years. With our rich

experience in managing payroll for over 10 years globally we understand every aspect of

payroll management & have the ability to customize it to meet all our client requirements.

With more than 2500 clients globally and partnering with some of the largest Indian

and Multi national companies in India, our experience has resulted in a consistent growth

curve.

TalentPro's complete payroll solutions comprises of -

Time & Attendance Management

Compensation & Benefits Processing

Reimbursement Processing

Payroll Reports & MIS

Interface with legacy Systems

Web based Delivery

Statutory Compliance

Query Management

Retrials Management

PF Trust Management

Recruitment & Executive Search

Successful business venture depend on quality manpower. Given the high potential in Indianmarket and the advent of sun rise sectors, we now have an independent recruitment and

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executive search division. Our expertise spans across business verticals supported by a team

of professionals. TalentProascertains the skill-set of the prospective candidates through

expert methodologies and selects the most ideally suited for the job. We not only provide

recruitment service in India but as a result of our association with Talent2, we are geared up

to manage IT, Non IT, Middle & senior management positions in select South East Asian,and Middle East Markets

Recruitment:

We have a Pan India team of recruiters supporting existing and new clients on mandates

across levels. We have a multi industry exposure to source and place candidates through this

division .There is a strong emphasis on turnaround time and quality candidates.

Executive Search:

We maintain a rich databank of Senior and middle level profiles from across industry

verticals. Confidentiality and candidate fitment are prime criteria this search division.

We have a team of very experienced and professional recruiting consultants managing the

client and candidate interface.

IT Recruitment:

We now have a separate IT recruitment wing supporting the IT and ITES growth in India and

abroad and work with the some of the largest clients in this field. We have domain expertise

to provide a wide range of client requirements.

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HR Consulting & Training

An organization's workforce needs to constantly evolve skills to keep abreast with

changing business climes. TalentPro leverages on its years of expertise honed for over a

decade to provide to all categories of Industry verticals. TalentPro's training modules are

devised by domain experts and are implemented through customized and established

processes.What makes us unique are our extensive pre and post training assessment and an

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Consulting Corporate Training Training Packages

Organizational Reviews like morale,

satisfaction etc

Team Building Campus2Corporate

Development of assessment tools Mind Mapping Fun@Work

Coaching & Mentoring Conflict Resolution Corporate Women

Total HR SolutionsPersonal Effectiveness

Programs

Performance

appraisal & feedback

Team Synergies & EffectivenessCreative Problem SolvingCorporate wives

Corporate Training Communication &

Interpersonal Skills

Public Talks

Self-Awareness & Personal Effectiveness Presentation Skills Motivation Talks

Leadership & Managerial Effectiveness Effective meeting skills Emotional

IntelligenceTime Management Customer Interface Skills Customer Delight

Stress Management Interviewing skills Good-to-Great

Cross Cultural Sensitivity & Business

Etiquette - International and General Work

Place Ethics

Train The Trainer Self Management


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experiential methodology to ensure complete transfer of learning. We believe in unique

requirements of each company and hence each module is customized to suit the client.

Transaction Processing

TalentPro's Transaction processing division assists organizations in managing multi-activity

and large data related activities. TalentPro has the ability to take up seasonal assignments for

statutory compliance like tax-returns, PF, ESI and data archiving.

Book-keeping is an important aspect of corporate control over its finances. TalentPro is

equipped with experts conversant with the intricacies of business finance and compliance.

We customize MIS as required by the enterprise which ensures fool-proof accountability.

We specialize in various transaction processing activities like -

Statutory Compliances

Data Management

Account Reconciliation

Peak Load activities in Human Resource & Finance

Bill processing for channel partners etc.

TalentPro is among the fast growing Human Resources service providers world wide,

offering customized solutions with cutting-edge technology.

TalentPro is equipped with world-class technology and infrastructure and a pan India

presence with skilled personnel.

TalentPro India is a part of the Briley Group , an international conglomerate based out

of Singapore and US. Briley Group is a privately held multinational company with

holdings in the aviation, hospitality, business process outsourcing, and technology and

service sectors, valued in excess of US$ 2 billion.

The company is providing its services from medium size companies to large, multi-

national corporations. Located in six major cities, and utilizing an experienced, multi-

talented workforce, TalentPro can address all Human Resources needs in India.

TalentPro India, incorporated in 2001, is a Human Resources Service provider whose

offerings include customised services like

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Talentpro Clientele

SAMSUNG

SUN MICROSYSTEMS

BPL

SIFY

COFFEE DAY

COCA COLA

IDBI BANK

Dr.REDDYS

HCL

DELL

CAPARO MARUTI

AIRTEL

HDFC

FORD

MONSTER INDIA

MIDAS

TITAN

CITI FINANCIAL

AIG

TATA TELE SERVICES

CENTURION BANK

CANARA BANK

BLUE STAR, ETC,

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CHAPTER IV

DATA ANALYSIS AND

INTERPRETATIONS

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CHAPTER 4

ANALYSIS AND INTERPRETATIONS

SIMPLE AVEARGE ANALYSIS:

Table No.4.1 Reasons for satisfaction/dissatisfaction level towards the

Measurement of Software usage

CHART NO.4.1.1

SOURCE: PRIMARY DATA


90% of the Employees are satisfied by the software and we need to more focus on the 6

% dissatisfied and 4% not yet responded.

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LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 45 90

DISSATISFIED 3 6

NEUTRAL 2 4


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Table No.4.2 Reasons for satisfaction/dissatisfaction level towards, whether

the software user friendly.

CHART NO.4.2.2

SOURCE : PRIMARY DATA

SOURCE :PRIMARY DATA

Among 50employees 82 % of the employees are satisfied with the software system helps

for future growth that they had improved themselves after the program. 18 % of the

employees are not satisfied with software system helps for future growth.

37


YES 41 82

NO 9 18


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Measurement of complaints regarding loading of pay sheet in software.

CHART NO.4.3.3



90 % of the Employees are satisfied by the software and we need to more focus on 10%

not yet responded.

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SATISFIED 45 90

DISSATISFIED 0 0

NEUTRAL 5 10


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Measurement of clients requirements by the organization.

CHART NO.4.4.4

SOURCE:PRIMARY DATA


70 % of the Employees are satisfied to meet the clients requirements and we need to

more focus on 30% of employe

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YES 35 70

NO 15 30


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Table No.4.5 Reasons for satisfaction/dissatisfaction level towards the usage

of new software for payroll process.

CHART NO.4.5.5



76 % of the Employees are satisfied with the calculation and we need to more focus on

24% of employees dissatisfied

40


SATISFIED 38 76

DISSATISFIED 12 24

NEUTRAL 0 0


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Measurement of delivery of payroll report to clients.

CHART NO.4.6.6



60 % of the Employees are satisfied by the delivery and we need to more focus on the

10% dissatisfied and 30% not yet responded.

41


SATISFIED 30 60

DISSATISFIED 5 10

NEUTRAL 15 30


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Measurement of complaints rectification.

CHART NO.4.7.7



40 % of the Employees are satisfied by the software version and we need to more focus

on the 10% dissatisfied and 50% not yet responded.

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SATISFIED 20 40

DISSATISFIED 5 10

NEUTRAL 25 50


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Table No.4.8 Reasons for satisfaction/dissatisfaction level towards the usage

period of software.

CHART NO.4.8.8



94 % of the Employees are satisfied by the service provided for the software complaints

and we need to more focus on the 6 % dissatisfied.

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YES 47 94

NO 3 6


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Measurement of teams coordination with software technology team.

CHART NO.4.9.9



96 % of the Employees are satisfied by the software development and we need to more

focus on the 4 % dissatisfied.

44


YES 48 96

NO 2 4


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Measurement of clients input.

CHART NO.4.10.10



84 % of the Employees are satisfied by the clients input records and we need to more


45


YES 42 84

NO 8 16


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Measurement of training given to employees.

CHART NO.4.11.11



60 % of the Employees are satisfied by the software training and we need to more focus

on the 40% dissatisfied with training.

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YES 30 60

NO 20 40


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Table No.4.12 The way in which the organization and clients discuss for

re-engineering the software for future growth.

CHART NO. 4.12.12



90 % of the Employees are satisfied by the re-engineering and we need to more focus on

the 10 % dissatisfied.

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YES 45 90

NO 5 10


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Table No.4.13 The way in which the organisation maintains records as per

government norms.

CHART NO.3.13.13



100 % of the Employees are satisfied by the organization maintains all reports

according to government norms.

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YES 50 100

NO 0 0


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Table No.4.14 The maintains of client details confidentially.

CHART NO. 4.14.14



92% of the Employees are satisfied by the maintains of client inputs and we need to

more focus on the 8 % dissatisfied

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YES 46 92

NO 4 8


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Table no.4.15 The way in which the employees interface with HR

department for payroll process of clients.

CHART NO.4.15.15



64% of the Employees are satisfied by the clients HR and we need to more focus on the

36% dissatisfied.

50


YES 32 64

NO 18 36


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Statistical tool applied:

CHI-SQUARE TEST

CALCULATION:

51

Satisfied Dissatisfied Neutral/pass Total

Yes 38 2 1 41

No 7 1 1 9

Total 45 3 2 50

S.no Oi Ei (Oi-Ei)2 (Oi-Ei)2

Ei

1 38 36.9 1.21 0.0327

2 2 2.46 0.2116 0.0860

3 1 1.64 0.4096 0.2497

4 7 8.1 1.21 0.1493

5 1 0.54 0.2116 0.39185

6 1 0.36 0.4096 1.1377

Total 50 50 2.04775


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Degree of freedom (m-1)*(n-1)=(3-1)*(2-1)=2

Tabulated value of D.F=2 @ 5% level of significance is 5.991.

Therefore Ho is accepted because the calculated value is less than tabulated value.

Hence there is no significant difference between observed frequency and the expected

frequency. Hence the software used in talent pro is good.

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One Sample Run Test

YYYYNYYYYYYYYYYNYYYYYYNYYYYNYYYYYNYYYYYYYYYNYYYYNYYYYNNYYYY

YYN

r=no. of runs= 14

no. of Y= 41

no. of N= 9

Ho: The software is effective and accept at random in sequence.

H1: The software is not effective and not accept at random in sequence.

sE9r) = 2(41) (9) + 1

41+9

= 15.76

S.E (r) = 2(41) (9) [2(41) (9)-41-9]

(41+9)2 (41+9-1)

= 2.0358

Z= r- E(r)

S.E(r)

= 14-15.76

2.0358

= [-0.8645]

Z5% for degree of freedom = 1.96

0.8645 < 1.96

So, accept H0

Hence the software is effective are accept at random in sequence

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CHAPTER V

FINDINGS, SUGGESTIONS

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CHAPTER 5

FINDINGS

1. The effectiveness of the existing software system in TALENTPRO HR PVT.LTD.

is measured by using the following variables,

Software (sap)

Import of data in software

Software calculation

Accept & implement change

Flexibility

Company policies

Education &Computer Skills

Client Relation.

78 % of the Employees are satisfied by the software and we need to more focus on the4 % dissatisfied and 18% not yet responded.

Among 50 employees 90 % of the employees are satisfied with the software system

helps for future growth that they had improved themselves after the program. 10 % of

the employees are not satisfied with software system helps for future growth.

90 % of the Employees are satisfied by the software and we need to more focus on

10% not yet responded.

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70 % of the Employees are satisfied to meet the clients requirements and we need to

more focus on 30% of employee

76 % of the Employees are satisfied with the calculation and we need to more focus

on 24% of employees dissatisfied.

60 % of the Employees are satisfied by the delivery and we need to more focus on the

10% dissatisfied and 30% not yet responded

40 % of the Employees are satisfied by the software version and we need to more

focus on the 10% dissatisfied and 50% not yet responded

94 % of the Employees are satisfied by the service provided for the software

complaints and we need to more focus on the 6 % dissatisfied.

96 % of the Employees are satisfied by the software development and we need to

more focus on the 4 % dissatisfied.

84 % of the Employees are satisfied by the clients input records and we need to more


60 % of the Employees are satisfied by the software training and we need to more

focus on the 40% dissatisfied with training.

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90 % of the Employees are satisfied by the re-engineering and we need to more focus

on the 10 % dissatisfied.

100 % of the Employees are satisfied by the organization maintains all reports

according to government norms.

92% of the Employees are satisfied by the maintains of client inputs and we need to

more focus on the 8 % dissatisfied.

64% of the Employees are satisfied by the clients HR and we need to more focus on

the 36% dissatisfied.

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SUGGESTIONS

1. In order to improve the Software skills of employees the organization should create

more awareness and to provide feedback regularly to the employees about software

system.

2. Proper training should be given to the employees, in order to increase their

knowledge about the usefulness of the software system.

3. Top management shall continually review the software according to the client

requirements, which shall be seen as positive support to the system by the employees

as well as clients.

4. After software testing, if there is any changes, the employees should be informed by

the software technology team.

5. The delivery of clients output should be on time.

6. Latest software should be implemented in future to fight with the competitors and

retain their clients.

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CHAPTER Vi

CONCLUSION

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CONCLUSION

The study had confirmed that the company is having a good Software System.

From this study, it is found that majority of the workers were satisfied with Software

used.

To make the software system more efficient and excellent, the company should give

importance to the clients and create awareness among employees and it shall consider

some of the ways and means suggested by the employees like addition of parameters

such as short cut for calculation PF,ESI,TAX,Etc,. Dependability and conducting

regular training program on the software usage.

I hope that the suggestion given in the report may be implemented in future course for

the benefit of the employees and the company.

The company should conduct the similar type of research at regular interval to know

the changing softwares and to know about the latest technology like baan software

etc..

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BIBLIOGRAPHY

BOOKS

Fisher shoenfelt Shaw-Human resource management-4th edition-macmilan

Press limited.

Kothari C.R research Methodology-Methods and techniques (2nd edition)-new

age International (pvt) Limited.

Bratton John and Gold Jeffery (1994)-HRM-Theroy and practice, 6 th edition-

Macmillan pres Limited.

Mamoria C.B-Human Resource Management-Himalaya publishin home, 11 th

edition 1993.

REFERENCES

Sasmita Polo-National Journal on Personnel Management-VOL-XXII, No.3,

Pg no.16-20

Parveen Ahmed Alan and Mr. Kaushik-Personnel Today-Indian Journal on

personnel management-VOL.XXIX,NO.2, Pg No.13-15.

Prof.Bata.K.Dey-Indian Journal on Personnel Management-VOL XXIX-NO.2,

pg no. 9-12.

Websites

WWW.HVS INTERNATIONAL JOURNALS.COM

WWW.Google.com

WWW.SLIDESHARE.COM

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http://www.google.com/http://www.slideshare.com/http://www.google.com/http://www.slideshare.com/


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WWW.SCRIBD.COM

WWW.CITEHR.COM

WWW.MANAGEMENTPARADISE.COM

APPENDICES - I

A STUDY ON PAY ROLL SOFTWARES USED IN TALENT PRO INDIA

HR.PVT.LTD AND HR ROLL IN PAYROLL.

INTERVIEW QUESTIONS

QUESTION FOR HR EXECUTIVES AND HR HEADS.

1) Does the clients are satisfied with the software used in talent pro for the pay roll

processing ?

Satisfied Dissatisfied Neutral

2) Is the software user friendly?

YES NO

3) When do you get complaints regarding the loading of pay sheet into talent pay software?

Whether satisfied?


4) Has the organization defined its payroll process software to meet clients requirements

services?

YES NO

5) Are you satisfied with the software to calculate the pf,esi etc?


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6) How about the delivery of payroll report ?


7) How long you have been using the software? Whether it is satisfied or not?


8) Whether your complaints are rectified by the company?

YES NO

9) Whether works closely with Management Information Systems on developing payroll

applications that ensure internal controls and facilitate the implementation and

maintenance of payroll and HR master files.

YES NO

10) Whether clients Provides periodic analysis of payroll and disbursement records to ensure

that adjustments are in accord with management's criteria.

YES NO

11) Whether Supervises Payroll Office staff and operations; provides on-going assistance to

Institution employees in tax-related payroll matters.

YES NO

12)Whether clients and employees Participates in business re-engineering activities to

support the establishment and integration of electronic information processes and

principles at the Institution.

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YES NO

13)Whether company Maintains all payroll records, reports, computations and audits,

including periodic internal audit tests of labor utilization; works closely with internal and

external auditors to ensure compliance with relevant tax laws and governmentregulations.

YES NO

14) Whether Maintenance and updating of client information sheet / salary register

confidentially?

YES NO

15) Whether the employees Interfaces routinely with Human Resources department on client

benefits issues (deductions, retirement payments, etc.) to ensure timely and accurate

processing

YES NO

Documents

Payroll Project (1)